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Preparation Before starting this assignment, you should have conducted background reading relevant to the unit and to the topic and, as a minimum, attended the seminars to date and completed the...

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Preparation

Before starting this assignment, you should have conducted background reading relevant to the unit and to the topic and, as a minimum, attended the seminars to date and completed the required reading for each week.

Assignment instructions

You will write a synopsis (summary) of the current Human Resource Management (HRM) academic research on a contemporary HRM topic (see topics below). This segment of the assignment will be worth 40%.The synopsis must not exceed3000 words (excluding executive summary) and should be in the required format, see later in this plan. The assignment should identify key themes and issues and be structured accordingly on the recent research on your chosen topic. You should create your synopsis as a report, that is, you should include a cover page, index, headings and subheadings and clear Introduction, Main Body and Conclusion sections. You must include at least 15 relevant academic references (since the year 2008). It must include all in text and end text reference citations as per the ECU guidelines, which can be found http://www.ecu.edu.au/CLT/pdf/refguide.pdf

Topics:

  1. Managing Generations
  2. Value Proposition of HR Professionals
  3. Social Media and Technology
  4. Workforce Planning
  5. Downsizing and Rightsizing
  6. Employee Engagement
  7. Knowledge Management
  8. Performance Development
  9. Workplace bullying
  10. Drug testing in the workplace
  11. Flexible work practices
  12. Romance at work
  13. Rumour, gossip or humour at work
  14. 360 degree appraisals
  15. Expatriate issues
  16. Cross cultural management
  17. Diversity management
  18. Other topics can be selected in consultation with your lecturer

Resources

On-line scholarly journals from reputable databases must be consulted. Information from freely available webpages is not always reputable and will not be accepted as source documents. It is important to make sure that you access RECENT material relevant to HR practice in the current day.

Academic sources can be found via the ECU library website. At the beginning of each semester the ECU library run a range of research workshops and these can be found at http://www.ecu.edu.au/library/services/training.html In addition there are many good online videos and podcasts available at http://www.ecu.edu.au/library/services/podcasts.html

Two good databases for Human Resource Management are Emerald and ABI. These can be found via ECU library database links http://kx7gx4pm8t.search.serialssolutions.com/. Another option for searching is www.googlescholar.com.

There are also a number of good books available on each of the topics. Please note, whilst your textbook is a useful starting point for this assignment, it is expected that you will conduct significant research prior to writing this synopsis.

Marking criteria

Marks will be allocated on the basis of critical thinking and development of argument, written expression, structure, content, and referencing. The ECU recommended referencing format must be used for all work submitted for this unit - details are provided in the ‘ECU Referencing Guide’ which is available on the ECU Library web-site. A marking guide for this assignment is available on Blackboard.

Preparation

Before starting this assignment, you should have conducted background reading relevant to the unit and to the topic and, as a minimum, attended the seminars to date and completed the required reading for each week.

Resources

On-line scholarly journals from reputable databases must be consulted. Information from freely available webpages are not always reputable and will not be accepted as source documents. It is important to make sure that you access RECENT material relevant to HR practice in the present day.

Answered Same Day Apr 06, 2020

Solution

Shashank answered on Apr 10 2020
139 Votes
Cross Cultural Management
Synopsis
Submitted By
Student Name
TABLE OF CONTENTS
1. Executive Summary
2. Introduction
3. The Changing role of Managers
a. Complex work environment
. Global Management: Changing environment
c. Steps that Global Managers follow
4. HRM practices in cross cultural context
a. Convergence of Human Resource Practices
. Divergence in HRM practices
5. Different Perspective of Cross cultural management
a. Classical Approach
. Anthropologist approach
c. Psychological approach
d. Knowledge Management Approach
6. Conclusions
7. References
EXECUTIVE SUMMARY
Human behavior is generally shaped by their culture and the perception that they develop for the world. Social life is generally affected by the norms, rituals, symbols that are followed in practice which are created by the people and small groups with whom that individual lives. When individuals with different set of belief or cultural values meet or work together there is probability of either loving it or detesting it. When employees belonging from different culture start developing differences then the dynamics get distorted very easily in the team. It is important for managers to have a understanding about cross cultural management to ensure the team gets benefit by it instead of negatively affected by the change.
The synopsis includes understanding of various HRM practices that need to taken care when cross cultural context is in place. The policies undergo through myriad of changes to cater the need of cross cultural environment. Also the global managers which directly handles team with cross cultural people need to learn practices that drive team growth in this environment. Later, different perspectives of cross cultural management are discussed which help reader to understand the core reasons of complex situations that rise due to cross cultural conflict. It explains that every perspective is right in its own way, it depends on manager on how they work on building the perspective properly.
INTRODUCTION
Changes that globalization has
ought to this world includes changing behavior of people, composition of teams, dynamics of teams and workplaces. International management is highly influenced by transactions which involved cross- border communication. The economies have interconnected to such an extent that organizations are perceiving the entire world as a business opportunity. This has become the need of an hour for domestic businesses to expand their reach in different places with different type of people because multinational competitors are ready to rip them apart by
inging best in class services available to the customers.
With the progressive approach and making every step towards globalization, there has been a rise in situation where people find themselves working with people or business partners who are culturally diverse. Though this experience might prove fruitful but it is equally challenging. It is not very clear on how cultural diversity makes an impact on the productivity of work but the trend has continued for some time and is no more an exception. Research has been done which has shown results on both the sides. One report says that demographic diversity helps those people who are not demographically diverse and increases adaptability while other says the possibility of conflict increases when multicultural aspects starts to manifest itself. As a counter argument, it is said the conflict might happen in any situation but it depends on the manner of how constructively it is being handled. Exposing to different culture helps the individua to test their sensitivity to other culture. (Dong & Liu 2010)
Cross cultural management can be defined as method of observing the human behavior within the workplaces from a global perspective. It compares different behavior across various places and cultures and seek to understand on how the interaction between co-employees can be improved.
It is very important that different cultures are understood and respected. There is a high chance that different interpretation might be taken of same kind of words in different culture. For example, increasing in the personal space might be taken as respectful and constructive. The interpretation in other culture might be totally different and considered as non-participatory and disrespectful in nature. The role of managers can be very crucial in understanding the perspective of the employees who belong to different cultures. Cross cultural teams can become an asset or might even become a burden depending on the managers handling it and the method they follow for tackling tough situations.
The synopsis includes consideration of various aspects that might a
ive when cross cultural management is being considered. This will help in understanding the organizations on possibility of managing people with variety of culture and how constructive usage can be done. Reader can understand various reasons that might lead to cross cultural differences and
oaden their perspective on why these different occur. There lies a possibility of developing an understanding about these differences and help in using the cross-cultural aspect for the good of the society.
The changing Role of Manage
The global managers function in variety of environments like economic, legal, political and cultural. Their roles can be justified by focusing on different environments but the most challenging and neglected one is cultural environment. This is because their roles are best understood within their cultural context. To manage a team with a multi-cultural environment it becomes imperative for them to focus on these roles.
Complex work environment
The interconnected world has helped the organization in different manner like better productivity, but it has also affected the stability of work environment. They have become prone to rapid changes like downsizing, privatization etc. based on the decision made by management. For example, due to changing regulations in Seattle, layoffs are done there and hiring is done Malaysia to ensure profits don’t hamper. Easy migration has been a leading reason for changing compositions of teams working together.
Global Management: Changing environment
The different environment that global managers work are: legal, economic, political & cultural. The onus lies on the managers to have a good understanding of economic strategies where business is conducted in order to make effective decisions. Out of the four aspects cultural is considered to be important for managers for following reasons: In many ways, nation’s culture is generally manifested by the legal, political and economic characteristics. When state development is considered history and culture plays a very important role even though the state is small or run by less no of people. The belief systems build around the culture they have been sharing and following from years. As a result, this...
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